This morning we sat down to have a coffee with Asun Remón, Senior HR professional
with extensive experience in the field of people

– Good morning Asun, after 12 years working with technology companies in the process of growth and internationalization, such as Nubapp, how important do you think your role is in these companies?

The importance or value that we, the people who dedicate ourselves to Selecting people, must bring to incorporate the appropriate talent for each of the companies and positions must be, interpreting well what the CEO or Manager needs and trying to analyze very well, what he wants that person to do, what will be his mission and how will he integrate him into the team he currently has. From this analysis identify the strengths and weaknesses and thus be able to define those competencies and knowledge that it is necessary for that person to contribute to the position and to somehow compensate for the shortcomings that may be had within the team at that time. It is also very important to identify the values ​​and / or beliefs that person has in such a way that they are integrated or aligned with the company culture.

– How would you define talent management?

Managing talent is nothing more than being able to bring out the best in each person in organizations. Talent is not one, there are several talents, you can have talent for relationships, talent to innovate, talent to make a good analysis, talent to open new options, talent to close different tasks well, etc. We all have talent, some will stand out more in one or the other, some will have more talent than others, the question is to put people in those positions that need the talents that these people have. In other words, simply and adequately adapt people to the positions for which they are most trained, and who have the most skills to put them in value in their job and therefore in the Organization. Always keeping in mind the ATTITUDE that the person has towards work, difficulties, etc. Attitude makes the difference.

– Do you think that the role played by the department, or company, of human resources in a company should be a fundamental piece?

More than if the HR or People department, as it is said now, plays a fundamental role, I think that the fundamental thing is that the whole company, all the departments and their managers have a look towards people, that they analyze, plan, project etc … without forgetting people. So, the fundamental role of people working in the HR area is to transmit knowledge and sensitivity towards people and their development to the rest of the areas.

But at the same time, if we want to contribute to the organization, we must know very well which is the business, the company, what are the most relevant characteristics, and for this reason, the HR department must be integrated into the management of the company, something that every time it is more common, either as members of the Management Committee or as a management advisor or the CEO.

– What is the main factor for an HR manager to do his job well? Is there any theme, area of ​​knowledge that is essential?

Nothing different that is not asked of another Manager from another department, perhaps it would highlight a clear orientation towards people, dedication to service towards the organization, orientation to achieve results, communication skills and interaction with people, concern for learning continuously, listening, flexibility and always striving for the maximum coherence between what is said and what is done, “lead by example”.

– If we look to the future … where do you see the future of an HR manager?

Phew !!! Difficult question… I don’t know very well what role HR will have within the organization, in the future. Those of us who are already a certain age have heard for many years that people are the most important thing in companies but this concept has not been perpetuated in a solid way in many companies. In fact, to this day, it is still surprising to see the level of management around people with an outdated concept in the relations between company and committee, between managers and employees, lack of communication, lack of participation and, above all, much lack of trust.

This is like everything, there will be companies where if they really believe in the importance of people, in their ability to grow and develop and contribute the maximum to the company where they work, they will manage all their areas keeping people in mind, I want believe that these will be the most numerous. While others will want fast and very short-term results, where people are still a means of achieving immediate results, but without a sense of survival and sustainability over time. “Today I need you, but tomorrow I don’t know, nor do I care, that’s why I don’t invest in you.” I think you’re will have serious difficulties in finding talented people with a good attitude to get involved in the Project.

– The digital transformation, the proliferation of job search pages, to what extent has it affected the recruitment of personnel by recruitment companies?

All this digital theme has greatly facilitated the recruitment of candidates. These platforms or the social networks themselves allow us to approach the target audience in a more efficient way, they are very useful and therefore it is necessary to have a good knowledge of these new technologies.

On the other hand, it will be increasingly necessary to work with the Marketing department to capture the most appropriate profiles. You have to make the company attractive and for this, who better than the Marketing department to help us capture the best candidates, who are also “customers”.

– Pull networking and contacts when looking for a job, yes or no?

Of course yes, always with respect, but if you have the way that your CV is seen by the person who leads the process, this can help you. Now, you have to be aware that this is nothing more than the business card, it makes it easier for you to enter, but nothing else, the selection process continues and if you do not meet the requirements you will not be selected.

– Today we understand that before almost any offer there will be many enrolled and the filter must be strict, does it cost to classify the actual potential profiles?

It depends on which profiles we are talking about, there are more registered or not, there are some more profiles such as those required by technology companies and with an international component, programmers, engineers, or other not so technical profiles but with a high level of languages. These are in high demand, but there are not so many candidates.

As for the filter, to make a first classification it is essential to have well defined which are the minimum necessary criteria, which are essential for the position. From that first filter we will go on to make other not so restrictive filters, until we reach the most suitable profiles. Do not discourage people from registering even though they think there will be many candidates, but yes, I would recommend highlighting in your CV. Something that you think is important to the position, and that you are able to demonstrate that you have it. It is not about lying, it is about putting in value what you have and you think is important for that position, even if it is not reflected in the offer.

– Once an applicant receives the long-awaited call, what recommendations would you give for the interview?

Prepare the interview well, if you know the company, investigate the type of business, the market, what they usually require, what culture there is, that is, everything that allows you to have a better knowledge of it.

 Structure what you want to say, who wants to stand out from you, set a goal of what messages you want to transmit, transmit it clearly and concisely. Read the offer well and think about what that position requires, try to transfer your skills, your experiences, what you can contribute to the position. Do not try to give an image that does not correspond to yourself, that does not mean that you do not show your best image, that is completely legal and the interviewer will know it, but do not force it excessively.

The attitude is fundamental, but this is not achieved quickly, nor does it change overnight. Attitude is the consequence of what you have done or lived in the past and how you have faced it, and also of what you want to do in the future. If you think that the attitude you have today is not the right one for the job you want to achieve, you will have to think about what you can do to change it and work on it.

And for later incorporation into your new workplace?

If it is essential to make a good selection, it is even more important to make a good reception. Experts say that when a worker joins a company, a very strong emotional anchor occurs in that person. Depending on how you lived those first days, you have more possibilities to continue in the Company and commit to it.

That is why it is very important to plan a good reception process, where the direct manager, human resources and general management intervene, the latter is not always possible, but you have to find ways to make it so.